Here's how you can offer respectful and constructive feedback to your superiors.

Request a Meeting: Schedule a dedicated time to discuss your feedback privately. Focus on the Issue, Not the Person: Frame your feedback around the specific issue or situation, not personal attacks. Positive Intent: Express your desire to improve the process or outcome, not place blame. Offer Solutions: Don't just point out problems; suggest potential solutions or improvements. Focus on Impact: Highlight how the issue affects the team, project, or overall goals. Use "I" Statements: Express your perspective using "I" statements like "I felt..." or "I would suggest..." Active Listening: Be open to their perspective and listen actively to their response. Thank Them: Express appreciation for their time and willingness to listen to your feedback

Your relationship and feedback with your supervisor should be a two-way street. Encourage this through formal check-ins where both parties reflect on project progress and ways of working. Schedule a session with your manager and use a structured framework like the "Rose, Thorn, Bud" method to provide feedback constructively and stay focused on the topic. Celebrate successes during the process. Finally, review feedback from both sides and propose experiments to improve collaboration and outcomes.

Be accurate and identify areas of lacking, consult, acknowledge and deliver, regular feedback followed by appreciation goes a long way 🏆

I noticed a recurring issue with our team's project management software that was causing delays. Instead of immediately voicing my frustration, I took time to document specific instances where the software failed and its impact on our timelines. I also researched alternative solutions and gathered input from team members. When I approached my manager, I was able to clearly present the problem, supported by data and examples. I also proposed viable alternatives. My manager appreciated the thorough preparation and actionable suggestions, which led to the adoption of a new, more efficient software system. This experience underscored the value of being well-prepared when giving feedback, ensuring it is constructive and solution-oriented.

Have your numbers ready to reasonably suggest improvement areas to someone above you because all productive negotiations rely on valid arguments. Keep in mind also the things that went well and always be open to dialogue.

Yes, Timing Matters. I feel it is better to request a meeting specifically for Feedback. Instead of surprising them with feedback, it's better asking for a dedicated meeting to discuss your thoughts. This allows them to prepare mentally and allocate sufficient time for a constructive discussion. This approach helps your superior feel more comfortable and receptive to your feedback, leading to a more productive and effective conversation.

Atualmente, na minha experiência, estamos utilizando um método de reuniões a cada 15 dias com atualização de cronograma. Anteriormente, as reuniões ocorriam semanalmente; no entanto, essa mudança se deu devido à dificuldade de reunir toda a equipe presencialmente.

At the moment, the feedback is not only a good fit but also convenient for both parties. It is important to share your thoughts privately in a concise manner as a gesture of respect and goodwill.

Providing feedback to your superiors can be challenging, but when done respectfully and constructively, it can be beneficial for both parties. Here’s how you can do it effectively: Choose the Right Time and Place: Find a suitable moment when your superior is not preoccupied or stressed. A private setting ensures the conversation remains confidential and focused. Be Respectful and Professional: Approach the conversation with respect and professionalism. Use polite language and maintain a positive tone throughout the discussion. Use “I” Statements: Frame your feedback using “I” statements to avoid sounding accusatory. For example, “I noticed that...” or “I feel that...”.

Be thoroughly respectful at all times, because if you can remain calm under the highest pressure, it demonstrates how confident you are in tough situations and creates a sense of admirability even at a higher level.

Devido ao extenso tempo que passamos juntos em diversas situações, as conversas e feedbacks entre os colaboradores podem, ocasionalmente, apresentar tons emocionais e pessoais. Para evitar esse tipo de situação, adotamos a prática de anotar os pontos de forma descontraída antes das reuniões, abordando apenas esses pontos durante o encontro.

Since numbers play a crucial role in decision-making, it's important to demonstrate the real impact by showcasing the causes and relatable consequences, and how they affect the business. Having an organizational and business mindset will help you be perceived as a professional. Provide similar examples if necessary, as measurement involves comparing against a referenced value.

As someone prone to emotions, this has helped me many times. It helps when I try to visualize the topic under discussion in a cold grey tone of color - less emotions, well researched facts and figures can make an impression that gets the results needed.

Suggest feasible and actionable solutions that are realistic. Be collaborative. Offer to help implement the solution or to work together on improving the situation.

Nossa equipe de colaboradores realiza leves atualizações internamente e encaminha apenas ações e questões mais relevantes para supervisão e obtenção de opiniões, como as que impactam o cronograma. Acreditamos que essa abordagem nos permite trabalhar de forma mais eficiente e autônoma, enquanto ainda garantimos que os principais marcos e decisões sejam revisados pela supervisão.

Keep track of the progress by scheduling regular check-ins during the conversation. Remember that consistency creates a positive impact in the long run.

You need to be mindful of the kind of approach you will be using in terms of providing feedback to your superior. It may be through physical contact, phone call, emailing or drafting of a document. With any of the approaches you decide or your superior considers favorably, you have to know the right way of using them. Consider your feedback strictly the formal way to show respect.